How to hire a training analyst

How to hire a training analyst, step by step

Here's a step-by-step training analyst hiring guide:

• Step 1: Identify your hiring needs
• Step 2: Create an ideal candidate profile
• Step 3: Make a budget
• Step 4: Write a training analyst job description
• Step 5: Post your job
• Step 6: Interview candidates
• Step 7: Send a job offer and onboard your new training analyst
• Step 8: Go through the hiring process checklist

What does a training analyst do?

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1. Identify your hiring needs

   First, determine the employments status of the training analyst you need to hire. Certain training analyst roles might require a full-time employee, whereas others can be done by part-time workers or contractors.

   Determine employee vs contractor status

   Is the person you're thinking of hiring a US citizen or green card holder?

   Yes

   No

   A training analyst's background is also an important factor in determining whether they'll be a good fit for the position. For example, training analysts from different industries or fields will have radically different experiences and will bring different viewpoints to the role. You also need to consider the candidate's previous level of experience to make sure they'll be comfortable with the job's level of seniority.

   Here's a comparison of training analyst salaries for various roles:

   Type of Training Analyst	Description	Hourly rate
   Training Analyst	Training and development specialists plan, conduct, and administer programs that train employees and improve their skills and knowledge.	$24-47
   Staff Development Coordinator	Staff development coordinators take responsibility for the creation and enactment of employee training programs. These programs should be in alignment with the company's objectives... Show more	$21-42
   Epic Credentialed Trainer	Epic credential trainers are professionals who are trained at the hospital client where they provide training to users. The responsibilities of the trainers include the delivery of end-user training and assistance in technicalities... Show more	$27-48

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Training Programs
   • Training Materials
   • PowerPoint
   • DOD
   • SME
   • Course Content
   • Subject Matter Experts
   • Curriculum Development
   • Project Management
   • Logistics
   • Training Classes
   • Doctrine
   • Combat
   • Field Training

   Check all skills

   Responsibilities:

   • Manage internal and external procedures and guideline changes are appropriately communicate via SharePoint or external notification.
   • Team exceed DoD requirements of 15 minutes, completing the task in only 11 minutes 15 seconds.
   • Utilize a proprietary SDLC methodology.
   • Conduct train-the-trainer sessions and administer on-job-training (OJT) when require by production manager.
   • Conduct workflow analysis using Visio diagramming to show requirements for existing systems' enhancements.
   • Deliver numerous train-the-trainer courses domestically and internationally.

   More training analyst duties

3. Make a budget

   Including a salary range in your training analyst job description helps attract top candidates to the position. A training analyst salary can be affected by several factors, such as geography, experience, seniority, certifications, and the prestige of the hiring company.

   For example, the average salary for a training analyst in Florida may be lower than in New Jersey, and an entry-level training analyst usually earns less than a senior-level training analyst. Additionally, a training analyst with certifications may command a higher salary, and working for a well-known company or start-up may also impact an employee's pay.

   Average training analyst salary

   $70,346yearly

   $33.82 hourly rate

   ---

   Entry-level training analyst salary

   $50,000 yearly salary

   Updated December 15, 2025

   Average training analyst salary by state

   Rank	State	Avg. salary	Hourly rate
   1	District of Columbia	$90,123	$43
   2	New Jersey	$89,151	$43
   3	Washington	$85,046	$41
   4	Texas	$82,769	$40
   5	Virginia	$81,918	$39
   6	New York	$81,469	$39
   7	Kansas	$77,248	$37
   8	Minnesota	$75,734	$36
   9	Massachusetts	$75,171	$36
   10	North Carolina	$74,757	$36
   11	California	$73,554	$35
   12	Colorado	$70,636	$34
   13	Illinois	$69,631	$33
   14	Oregon	$68,007	$33
   15	Ohio	$67,646	$33
   16	Connecticut	$67,463	$32
   17	Arizona	$65,709	$32
   18	Missouri	$65,700	$32
   19	Hawaii	$65,563	$32
   20	Georgia	$65,085	$31

   Average training analyst salary by company

   Company

   Rank	Company	Average salary	Hourly rate	Job openings
   1	NRG Energy	$86,070	$41.38
   2	NTT Data International L.L.C.	$81,320	$39.10	5
   3	Booz Allen Hamilton	$80,596	$38.75	49
   4	Spectrum Comm	$80,083	$38.50	1
   5	Qualcomm	$79,932	$38.43
   6	Alphanumeric	$79,386	$38.17	2
   7	Frontier Technologies	$78,782	$37.88
   8	Trideum	$78,426	$37.70	3
   9	CompuCom Systems Inc	$77,896	$37.45
   10	SAIC	$77,215	$37.12	37
   11	Goldbelt Falcon	$75,377	$36.24
   12	HUB International	$75,096	$36.10	13
   13	Hamilton Health Care System	$74,813	$35.97	4
   14	PIH Health	$74,742	$35.93
   15	Alexandria Insights	$74,142	$35.65
   16	3M Company	$74,067	$35.61	7
   17	Atlas Copco Drilling Solutions LLC	$73,402	$35.29
   18	Amazon	$73,258	$35.22	44
   19	Hackensack Meridian Health	$73,219	$35.20	17
   20	Sonalysts	$73,038	$35.11

4. Writing a training analyst job description

   A good training analyst job description should include a few things:

   • Summary of the role
   • List of responsibilities
   • Required skills and experience

   Including a salary range and the first name of the hiring manager is also appreciated by candidates. Here's an example of a training analyst job description:

   Training analyst job description example

   Systems Planning and Analysis, Inc. (SPA) delivers high-impact, technical solutions to complex national security issues. As we enter our 50th year in business, we are known for continuous innovation for government customers, both long-established and newly acquired, as our capabilities expand around the globe. Our work is state-of-the-art and made possible only through the best personnel, tools, and jobs in the national security business. We are highly collaborative in spirit and practice, and we freely share expertise across SPA in our quest for enduring solutions to critical concerns. Come work with the best! Our pledge to you is stability, opportunity, and clear-sighted commitment to the mission.
   
   SPA's Maritime Division provides timely, objective, analytic assessments, strategic planning, and expert operational, technical and acquisition support to the Undersea and Surface Warfare communities, and related agencies and partners. We play key roles in providing the insights and strategies to address current and emerging challenges to our national security. We have tremendous impact in assisting our clients achieve success on their most important issues and programs within the constraints of the budget environment.
   
   The Naval Surface Warfare Analysis Group (NSWAG), within the Maritime Division, focuses primarily on providing analytic and program support to the Surface Warfare component of the United States Navy, enabling enhanced decision-making regarding the allocation of resources to improve operational capabilities. This support includes training, readiness, and military personnel support to OPNAV N1.
   
   SPA has an immediate or near term need for a Strategic Training Analyst who will support Naval Education and Training Command, N51.
   
   The candidate will serve as a team member supporting Naval Education Training Command's (NETC) N51 Strategic Planning, Future Capabilities, and Training Effectiveness division. In this role, the candidate will support the Navy in carrying out the mission of optimizing the training process through innovation. The candidate will use Microsoft 360 products to conduct analysis of training programs that will, in turn, be used to modernize and optimize the Navy's training programs. The candidate will develop relationships with key government entities, academia and industry to research training tools, technologies, specifications, and techniques which will assist NETC in developing appropriate training progarms to assist in Sailor development. The candidate will be responsible for documenting, finding, and preparing briefing materials for senior Navy leadership.
   Required Qualifications:
   
   + Bachelor's Degree in mathematics, statistics, business, law, engineering, social sciences, physical/applied science or management discipline.
   
   + 7+ Years of Analytic Experience.
   
   + Experience working with Navy training systems, or work in Navy Manpower, Personnel, Training & Education.
   
   + SECRET Clearance, and the ability to maintain it throughout employment.
   
   Desired Qualifications:
   
   + PMP certification.
   
   + Experience in curriculum development and Ready-Relevant Learning (RRL).
   
   ID: 2022-15237
   
   Security Clearance Requirement: Secret
   
   Overview (Text Only): Systems Planning and Analysis, Inc. (SPA) delivers high-impact, technical solutions to complex national security issues. As we enter our 50th year in business, we are known for continuous innovation for government customers, both long-established and newly acquired, as our capabilities expand around the globe. Our work is state-of-the-art and made possible only through the best personnel, tools, and jobs in the national security business. We are highly collaborative in spirit and practice, and we freely share expertise across SPA in our quest for enduring solutions to critical concerns. Come work with the best! Our pledge to you is stability, opportunity, and clear-sighted commitment to the mission.
   
   SPA's Maritime Division provides timely, objective, analytic assessments, strategic planning, and expert operational, technical and acquisition support to the Undersea and Surface Warfare communities, and related agencies and partners. We play key roles in providing the insights and strategies to address current and emerging challenges to our national security. We have tremendous impact in assisting our clients achieve success on their most important issues and programs within the constraints of the budget environment.
   
   The Naval Surface Warfare Analysis Group (NSWAG), within the Maritime Division, focuses primarily on providing analytic and program support to the Surface Warfare component of the United States Navy, enabling enhanced decision-making regarding the allocation of resources to improve operational capabilities. This support includes training, readiness, and military personnel support to OPNAV N1.
   
   SPA has an immediate or near term need for a Strategic Training Analyst who will support Naval Education and Training Command, N51.

   Copy this example

   

5. Post your job

   There are a few common ways to find training analysts for your business:

   • Promoting internally or recruiting from your existing workforce.
   • Ask for referrals from friends, family members, and current employees.
   • Attend job fairs at local colleges to meet candidates with the right educational background.
   • Use social media platforms like LinkedIn, Facebook, and Twitter to recruit passive job-seekers.

   Post your job online:

   • Post your training analyst job on Zippia to find and recruit training analyst candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   Your first interview with training analyst candidates should focus on their interest in the role and background experience. As the hiring process goes on, you can learn more about how they'd fit into the company culture in later rounds of interviews.

   You should also ask about candidates' unique skills and talents to see if they match the ideal candidate profile you developed earlier. Candidates good enough for the next step can complete the technical interview.

   The right interview questions can help you assess a candidate's hard skills, behavioral intelligence, and soft skills.

7. Send a job offer and onboard your new training analyst

   Once you've decided on a perfect training analyst candidate, it's time to write an offer letter. In addition to salary, it should include benefits and perks available to the employee. Qualified candidates may be considered for other positions, so make sure your offer is competitive. Candidates may wish to negotiate. Once you've settled on the details, formalize your agreement with a contract.

   It's also good etiquette to follow up with applicants who don't get the job by sending them an email letting them know that the position has been filled.

   After that, you can create an onboarding schedule for a new training analyst. Human Resources and the hiring manager should complete Employee Action Forms. Human Resources should also ensure that onboarding paperwork is completed, including I-9s, benefits enrollment, federal and state tax forms, etc., and that new employee files are created.

8. Go through the hiring process checklist

   • Determine employee type (full-time, part-time, contractor, etc.)
   • Submit a job requisition form to the HR department
   • Define job responsibilities and requirements
   • Establish budget and timeline
   • Determine hiring decision makers for the role
   • Write job description
   • Post job on job boards, company website, etc.
   • Promote the job internally
   • Process applications through applicant tracking system
   • Review resumes and cover letters
   • Shortlist candidates for screening
   • Hold phone/virtual interview screening with first round of candidates
   • Conduct in-person interviews with top candidates from first round
   • Score candidates based on weighted criteria (e.g., experience, education, background, cultural fit, skill set, etc.)
   • Conduct background checks on top candidates
   • Check references of top candidates
   • Consult with HR and hiring decision makers on job offer specifics
   • Extend offer to top candidate(s)
   • Receive formal job offer acceptance and signed employment contract
   • Inform other candidates that the position has been filled
   • Set and communicate onboarding schedule to new hire(s)
   • Complete new hire paperwork (i9, benefits enrollment, tax forms, etc.)

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